Managing to keep employees during times of normalcy is the best-case scenario for any company. It’s when things start to change that retaining employees becomes more difficult. Factors such as overworking, burnout, and a lack of communication could all be at play when change occurs. It’s critical for HR teams to both identify when these issues take place and to ensure the resilience of their workforce to handle and support changes.
Research shows that only 30% of employees feel they are resilient. For those that do not identify as resilient, 49% do not want to remain with their current employer—meanwhile, over 90% of resilient employees prefer to stay.
With workforce resilience playing such a significant factor in retention, HR teams must prioritize ensuring their employees’ resilience.
Employee Engagement Surveys
Employee engagement surveys, especially if they allow for anonymity, are a powerful tool for assessing workforce resilience. Responses from these surveys can provide insights into morale, motivation, and the ability to adapt to change.
In order to design surveys that measure resilience, make sure to include resilience-specific questions. These questions can address their ability to manage stress, adapt to change, and maintain productivity during uncertainty.
Communication is essential through times of change, so it is also helpful for surveys to ask questions that gauge how effectively leadership communicates. Through these responses, HR teams can identify how supported employees feel by their managers and teams.
Team Collaboration and Problem-Solving
Change can happen rapidly, thus calling for teams to adapt and collaborate effectively to solve problems. The rate at which employees can perform this is a clear indicator of their resilience and adaptability. As HR leaders assess the resilience of their teams, there are a few key skills to watch for. How clearly and efficiently do team members share information? Do team members understand their roles? How do teams handle disagreements?
To ensure this level of workforce resilience is present, HR teams can conduct debrief sessions after major projects or crises. In doing so, they will have the opportunity to evaluate team dynamics, successes, and areas for improvement. Similarly, HR leaders can monitor how teams work together in real time or during simulated crisis scenarios to gather actionable insights.
It is also crucial to gather 360-degree feedback— from peers, managers, and subordinates. Gathering feedback from employees at all levels will help HR leaders gain a comprehensive view of team collaboration and problem-solving abilities.
Upskilling and Training Programs
As the workplace evolves, providing upskilling and training programs is vital for equipping employees with the skills needed to navigate disruptions. By evaluating the effectiveness of these initiatives, HR leaders can fine-tune their strategies for future challenges.
One of the key metrics for HR to look for is how well employees apply new skills to their roles and how it enhances their productivity and efficiency. They can also evaluate how quickly employees reach competency in new skills or processes after completing a training program. Across longer periods, HR leaders can analyze how training influences key performance indicators (KPIs) such as revenue growth or project completion rates.
Methods for performing these evaluations can include pre- and post-training assessments, employee progress tracking, and observations of real-world applications.
Workforce Resilience for Long-Term Success
Building workforce resilience is a necessity for navigating today’s unpredictable business landscape. By leveraging engagement surveys, assessing team dynamics, and implementing effective training programs, HR can create a resilient workforce capable of overcoming disruptions and driving organizational success. In doing so, companies can enhance employee retention while laying the foundation for stability in the face of future challenges.
